Last updated on October 2nd, 2020 at 10:00 am
US Department of Transportation Pipeline and Hazardous Materials Safety Administration requires drug and alcohol testing of employees of companies involved with the natural gas pipeline system in the United States and its hazardous liquid pipelines. National Drug Screening has a comprehensive program designed to assist employers to comply with the requirements of 49 CFR Part 199 – the PHMSA drug and alcohol testing regulation.
Operators of pipeline facilities and underground natural gas storage facilities subject to 49 CFR Parts 192, 193, and/or 195 are required to test covered employees for the presence of prohibited drugs and alcohol. Part 199 applies to pipeline operators and operators of underground natural gas storage facilities and their contractors only with respect to employees located within the territory of the United States.
The anti-drug and alcohol program required by a regulated employers’ policy must be conducted according to the requirements of 49 CFR Part 199 and 49 CFR Part 40 procedures. National Drug Screening serves as the Consortium/Third Party Administrator or C/TPA or the service agent; a vender contracted to assist the Employer with the administration of the PHMSA
Covered employees are subject to drug and alcohol testing. A covered function means an operations, maintenance, or emergency-response function regulated by Parts 192, 193, or 195 which is performed on a pipeline or on an LNG facility. The testing component for drugs includes screening for marijuana, cocaine, opiates, amphetamines, and phencyclidine (PCP).
Alcohol testing is also required under certain circumstances. Only evidential breath testing devices (EBTs) and alcohol screening devices (ASDs) listed on the National Highway Traffic Safety Administration (NHTSA) Conforming Products List (CPL) will be used for DOT alcohol testing [§40.229]. An EBT must always be used for conducting the confirmation tests [§40.231(a)].
Pre-employment testing of all PHMSA covered employees is always required. The employer may not hire or contract for the use of any person as an employee unless that person passes a drug test or is covered by an anti-drug program that conforms to the requirements of this policy. The employer shall conduct a pre-employment drug test and receive a negative result before the first performance of covered functions by every covered employee. This is the same whether a new employee or someone who has transferred to a position involving the performance of covered functions.
Post-accident drug testing is required. As soon as possible but no later than 32 hours after an accident, an operator must drug test each surviving covered employee whose performance of a covered function either contributed to the accident or cannot be completely discounted as a contributing factor to the accident. An operator may decide not to test under this paragraph but such a decision must be based on specific information that the covered employee’s performance had no role in the cause(s) or severity of the accident.
Post-accident alcohol testing is also required. As soon as practicable following an accident, each operator must test each surviving covered employee for alcohol if that employee’s performance of a covered function either contributed to the accident or cannot be completely discounted as a contributing factor to the accident. The decision not to administer a test under this section must be based on specific information that the covered employee’s performance had no role in the cause(s) or severity of the accident.
Other testing requirements for PHMSA include random testing, reasonable suspicion testing, return to duty testing and follow-up testing.
National Drug Screening offers a complete compliance solution. Our package includes:
- Step by step instructions and all required documents – all in one great compliance manual.
- As required – A policy statement on controlled substances use and alcohol misuse in the workplace – your customized DOT Drug & Alcohol Testing Policy
- As required – educational materials to be distributed to all covered employees
- As required – supervisor training materials and access to live or on line additional supervisor training
- As required – employee assistance programs, rehabilitation, and treatment programs information.
- As required – access to Substance Abuse Professional (SAP) for DOT violations
- As required – copies of DOT regulation 49 CFR Part 40 and PHMSA regulation 49 CFR Part 199
- As required – A controlled substances and alcohol testing program for PHMSA covered employees.
- Consortium and random testing instructions required random testing.
- All required forms for compliance.
- Instructions for required record keeping
Call today for compliance with PHMSA regulation 49 CFR Part 199 – ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY.